Job Satisfaction

There are five major components of job satisfaction, one being monetary benefits (Ghillyer 2010). According to Ghillyer (2012) an employee’s behavior towards their pay may affect their work performance. The issue that arises with employee motivation is that management is unable to satisfy all (Ghillyer 2010). This becomes an even larger problem when employees being joining unions, resigning and being frequently absent (Ghillyer 2010).

The article, “Better Pay and Benefits Loom Large in Job Satisfaction”, by Stephen Miller seeks to address how recognition and benefits affects the way employees determine their job satisfaction. The research problem being addressed is whether companies are able to retain the top talent employee and how the “compensation package” affects their decision to work at the company.

In the classic block buster movie from 1956, the legendary actor Charlton Heston playing the role of Moses’ declared to Pharaoh “Let my people go” (Exodus 5:1, New International Version). This is a reenactment of the Old Testament account from the Book of Exodus, where Moses is referring the Jewish people that are being used as slave labor by the Egyptians to build the pyramids. Archeologists and historians estimate the story of Exodus originated between 1550 and 1000 BC. From a historic perspective, the story depicted from Exodus describes that of mass worker job dissatisfaction. Moses’ the leader of Jewish people may have been the first leaders in the worker rights movement.

In recent years, job satisfaction is a prevalent issue around the world. There are diverse methods to be successful in career, such as intrinsic and external motivation. Definition and conceptualisation of internal motivation is achieving the goals and aims personally and within favourable, and self-confirmation. However, it is within anticipation that some of the employees are indulged in external motivation of money and emphasises rewards. It can be argued that monetary rewards may lead to motivated and capable degradation. Therefore, it need to manage internal motivation to create job satisfaction. This essay will argue that internal motivation management could obtain satisfaction from a career. First, it may need to realise the job purpose and personal ideology in order to create the first satisfaction. Next, this is necessary to understand the workplace and the environment of a company owing to participate in society. Finally, to develop the last step of satisfaction is introspection and improve the weakness.

Job satisfaction is a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences. It has been treated both as a general attitude and satisfaction with five specific dimensions of the job: pay, the work itself, promotion opportunities, supervision, and coworkers. Challenging work, valued rewards, opportunities for advancement, competent supervision, and supportive coworkers are dimensions of the job that can lead to satisfaction (Nelson & Quick, 2013, pg.

I cannot say that promotion satisfaction, as Colquitt et al. refers to it, applies in my case, because due to the way our organization is structured, policies are not stated and so no one can complain about whether they are “frequent, fair, or based on ability” (Colquitt et al., 2011, p. 107). However, because the notion of growth within the organization is not possible, it still has a negative effect on my job satisfaction.

Job satisfaction can be defined as an attitude or feeling one can have toward ones job. Job satisfaction is "the extent to which people like (satisfaction) or dislike (dissatisfaction) in their jobs. (Spector 1997) One of the biggest studies in job satisfaction was the Hawthorne studies which were credited to Elton Mayo in the year's nineteen twenty-four to nineteen fifty-three. Elton

Employees who are satisfied with what they do always tend to establish a desirable work environment, they also prove to be more productive and efficient, and this always results to greater profit, employee retention as well as customer satisfaction. It is important for managers and executives to understand job satisfaction, whatever creates it, the manner in which it should be fixed and the way of managing it. In job satisfaction there are organizational behavioral concerns that relate to it, for example, turnover, absenteeism, customer satisfaction, and workplace deviance and organization citizenship behavior.

Job satisfaction is considered as indescribable and mythical concept which have been centre of attention of researchers and managers since a long time (Gautam; Mandal and Dalal, 2006). The level of satisfaction within a job is considered to be most important information concerning an employee (Roznowski and Hulin, 1992). For this particular reason the interest of managers and human recourse specialists remained in the ways of improving satisfaction of an employee within a job (Cranny, Smith, & Stone, 1992). Hopkins (1983) defined job satisfaction as “the fulfillment or gratification of certain needs of the individual that are

Job satisfaction is the very important factor in general quality of life because it is closely connected with working life (e.g. Argyle, 1989; Bang & Lee, 2006), with family life, everyday life, and mental health (Orpen, 1978; Schmitt and Bedeian, 1982; Faragher, Cass & Cooper, 2005). Level of job satisfaction is also highly related to turnover, absenteeism rate, work productivity or accomplishment (Muchinsky, 1977; Organ, 1977). Many researchers (e.g. Cherrington, 1994; Acorn, Ratner & Crawford, 1997; Ostroff, 1992; Spector, 1997) state that employees who experience high job satisfaction contribute to organisational commitment, job involvement, their physical, mental health and overall well-being are improved. Job dissatisfaction on the

Attitudes and job satisfaction can have a major impact on whether or not one will have a smooth or bumpy working experience at their company. Attitudes come up everywhere, they are either “favorable or unfavorable” (Robbins and Judge, Page 35). There are many different types of components regarding attitudes which are cognitive, affective and behavioral. Cognitive is and evaluation of how the situation or person is, affective is the feeling toward the situation or person and behavioral is the action one plans to take into gear. One of the major job attitudes is job satisfaction. Job satisfaction “describes a positive feeling about a job, resulting from an evaluation of its characteristics” (Robbins and Judge, Page 37). There are a number of factors that go into examining job satisfaction whether is pay, work itself or one’s supervisor, all of these factors play a pivotal role in measuring an employee’s satisfaction at the company. Not every employee will experience high job satisfaction, in fact employees are more likely to encounter a job where they are dissatisfied. It is extremely important that we measure job satisfaction carefully because it is easy for an employee to seem content with their current position but actually feels dissatisfied. Measuring attitudes and job satisfaction is remarkably critical because it can effect overall production in a company. If there is an unhappy employee, more times than not it will result into customer being dissatisfied with the

The persistence with the establishments depends with enriching the palette of products and services offering their shoppers and producing far better quality, cheaper and more useful products, improving business processes by means of continuously analyzing as well as increasing their overall performance. In this good sense, for establishments, testing organizational devotion, task satisfaction for neighborhood customer contentment, top quality, time, structure of organization and its particular strength gain a higher importance. It might be only so practical for the employees who communicate with customers one-to-one along with the employees in producing to process by means of fulfilling their tasks impeccably (perfectly), obstruct the wastage regarding enterprise and display positive behaviors like this, with construction of an emotional bond using their job and place. When the employee likes the work he made as well as feels himself as being a precious person throughout enterprise, he won’t spare to indicate beneficial attitudes for that enterprise. He work as if he were getting work done in his own job with this satisfaction.

Job satisfaction has been defined as a pleasurable emotional state resulting from the appraisal of one’s job,an affective reaction to one’s job and an attitude towards one’s job.

Other components of job satisfaction are promotion and supervisor satisfaction. From the case, it is obvious that the foremen were not satisfied with promotion opportunities. The foremen did not believe there were many opportunities to move to higher leadership roles. In addition, the foreman had low supervisor satisfaction. They felt disconnected from management and secluded from other departments. Furthermore, the foremen believed the supervisors supported the antiquated management practices of upper management. These practices included focusing more on numbers and not on people. Moreover, this style of management was very

When a manager involves employees in decision making, he motivates them. Employees are not robots but human beings with the power to reason. In addition to that, these are people who can be motivated or disillusioned in one way or another. Therefore, when a manager involves them in processes that alter the working of the institution, they get motivated. In a working environment, remuneration alone does not contribute towards total motivation. However, if employees are invited in programs aimed at changing the status of the company, they are made to feel useful to the company. This makes them execute their specific duty with zeal, since they are aware of the value attached to them by the company or institution management. Thus, it is imperative that the management seeks the hand of employees in order to promote their motivation levels at work places.